Managing remote software developers is not easy at all. You might think that assigning tasks and checking in on deadlines is enough, but the whole process is much more complicated, especially if you want to succeed. And no doubt, you do. That’s why we are all here now. Let’s talk in detail about what you need to know to lead remote developers confidently. We are going to cover the main aspects, from hiring and onboarding to long-term retention.
Set Clear Expectations from Day One
People can’t read your mind. They don’t know what you expect unless you explain it in a way that’s accessible and understandable. Managing remote developers starts with a thorough explanation of what you want to achieve. We also recommend that you cover any issues that may arise during the collaboration in detail. Here are a few practical tips.
- Clarify if you’re working async or expect overlap during specific hours. Respect time zones.
- Decide where updates happen (Slack, email, stand-ups) and what’s urgent vs non-urgent.
- Everyone should know who’s responsible for what. Ambiguity leads to delays.
- Be realistic but firm. Set deadlines, then check in without micromanaging.
- Define code review processes, branching strategies, and deployment pipelines.
- Whether it’s shipping fast or writing elegant code, be upfront about what success looks like.
There is an important thing here. As you plan your management, you should also think about where you can find professional remote developers for hire and what your company has to offer in return. Of course, you want to hire dedicated professionals to get the job done. If you’re not ready to spend much time and effort, ask for help. For example, contact a company that provides staff augmentation services.
Build an Onboarding Process
Let’s continue talking about how to manage remote developers. Brandon Hall Group affirms that an intense onboarding process improves new hire retention by 82% and productivity by over 70%. So, this aspect really matters.
Don’t miss the chance to set the tone and introduce workflows. This way, you’ll be able to make your new developer feel like part of your team. Be sure to include these components in your onboarding process:
- Welcome message and intro.
- Product and team overview.
- Mentor or buddy assigned.
Onboarding must be structured. Clearly outline what information new employees will study and define time intervals. It is equally important to present the material in a way that is easy to understand and remember. Video calls, where the onboarding manager explains important topics, work best. Additionally, you can use lessons on special platforms, testing, and, of course, practical tasks that closely simulate real ones.
Choose the Right Tools
If you want to manage a remote team efficiently and smoothly, make sure you’re good with communication and collaboration tools. The goal? Less friction, more flow. We made a list of the most popular and reliable platforms you can choose from.
Communication:
- Slack – real-time messaging.
- Zoom – video calls and meetings.
- Loom – async video updates.
Project and task management:
- Jira – agile boards and sprints.
- Trello – visual task tracking.
- ClickUp – all-in-one project hub.
Documentation and knowledge sharing:
- Notion – wikis and docs.
- Confluence – structured team knowledge.
- Google Docs – easy document collaboration.
Code collaboration:
- GitHub – code hosting and PRs.
- GitLab – complete DevOps platform.
- Bitbucket – Git-based repo management.
Time and productivity:
- Toggl – work schedules.
- Status Hero – async daily updates.
A long list, right? Don’t worry; you don’t have to use all the tools. Choose only the ones necessary for your project and convenient for you and your team. You can test several services from the same category to understand what works best.
Foster Trust and Autonomy
Some employers who hire remote developers to work from home may be very surprised by the fact that people can do their best work without someone breathing down their necks. Please keep in mind that micromanagement kills motivation. Give developers ownership over their tasks and let them choose how to get things done. We are confident that fostering trust and autonomy is one of the key tips for managing remote development teams.
Track Progress Without Being Overbearing
No one likes constant pings asking, “Is it done yet?” Still, you need to keep projects moving. The key is visibility without intrusion. Use tools like Jira or ClickUp to track progress transparently. Set clear milestones and hold short, regular check-ins. Focus on goals and blockers rather than minute-by-minute updates.
Keep Remote Culture Alive
Remote doesn’t have to mean distant. You might think it’s hard to maintain corporate culture across different time zones and a long distance. Actually, it is not. We have some tips to manage this aspect of software development as well.
- Celebrate wins and birthdays.
- Set up virtual coffee breaks.
- Encourage non-work chats.
The most important recommendation is about inclusivity. Make sure everyone, no matter the time zone or background, feels heard.
Final Thoughts
As you can see, managing remote software developers is more about people and less about task boards. Think about your employees. Use best practices to establish and maintain strong communication. Trust. In such conditions, your team will work like clockwork and bring you the results you strive to achieve.
FAQ
How do I keep remote developers motivated over time?
Give developers ownership of their work. Also, you can celebrate small wins. Show how their code impacts the bigger picture.
What’s the best way to handle different time zones?
You can set overlapping “core hours” for live collaboration. For everything else, rely on async tools like Notion or Loom.
How do I know if a remote developer is really working?
Project management tools for tracking progress may be a great help. Moreover, we recommend you hold regular check-ins.
